Transcript Slide 1
ارائه كننده دكتر احسان ساده ليسانس مهندس ي صنايع (توليد صنعتي) فوق ليسانس مديريت صنعتي -دكتراي مديريت توليد و عمليات عضو هيئت علمي دانشگاه آزاد اسالمي (بورسيه دكتراي خارج از كشور) مشاور رئيس مركز آموزش علمي-كاربردي گروه صنعتي ايران خودرو (در امور تحصيالت تكميلي) -مشاور گروه مشاوران مديريت و مطالعات راهبردي تدبير (در امور آموزش ي و تحصيالت تكميلي) داراي حدود 20مقاله در ژورنالهاي بين املللي ( )ISIدر زمينه هاي مختلف مديريتعضو هيئت داوران علمي 4ژورنال بين املللي ()ISIسوابق متعدد سخنراني و برگزاري كارگاه در كنفرانسهاي بين املللي خارج از كشور برنده جوايز متعدد پژوهش ي از دانشگاههاي خارج از كشور ازجمله دانشگاه فلوريدا آمريكا ،دانشگاه ملي مالزيو.. گواهينامه دوره روش تحقيق پيشرفته دانشكده كسب وكار وحقوق دانشگاه MMU گواهينامه دوره روشهاي آماري پيشرفته دانشكده مديريت دانشگاه MMU Iran National Training and Human Resource Development Award Procedure Theoretical part 75 % Technical part 25 % Longitudinal approach Theoretical framework (30 %) Definition of the concepts (10 %) Definition of the Variables (15 %) Definition of the observable elements (15 %) Relationships illustration (hypotheses development) (15 %) Development of the model (5 %) Model examination (10 %) Revision of the model Theory A theory can be defined as an interrelated set of statements of relationship whose purpose is to explain and predict. When a provisional hypothesis is tested and verified and found to be true, it is designated as a scientific theory. Concepts Concepts are the basic building blocks of scientific investigation. It is a creation of the human mind that are used in the classification and communication of the essence of some set of observations. Hence, it can be defined as abstract ideas generalized from particular facts. Example: Purchase, Satisfaction Total Quality Management Theory and Definition of the concepts TQM is defined as an approach to management characterized by some guiding principles or core concepts that embody the way the organization is expected to operate which, when effectively linked together, will lead to higher performance Driver has direct effect on system and no direct effect on results but must influence overall results through the system. Driver System Results Model A model is a highly formalized representation of a theoretical network, generally designed through the use of symbols or other such physical analogs. Models are used as representations of theoretical systems so that they can be tested, examined and generally analyzed by those who create them. Variables (Dimensions) A variable is simply a symbol or a concept that can assume any one of a set of values. It is a specifiable aspect of a concept. For example, understanding application are two specifiable aspects of the concept of learning. A concept can be subdivided into several clearly defined dimensions. Example: Purchase : Can take 1 for purchase, 0 for no purchase. Elements (indicators) Definite meaning to a concept will specify one or more indictors what we have in mind. An indicator is a sign of the presence or absence of the concept we are studying with the unit of analysis. An indicator is called as a element. These elements are grouped into different specifiable aspects of a concept. A specifiable aspect is called as a dimension of the concept. Systems D Training Design D1 D2 Participants of the program E Correspondence between the program and participants’ jobs Content of the program E Correspondence between the program and participants’ experiences E Documentation of the contents based on the needs E Categorization of the content based on the training steps Definition of the variables توانمندي و توسعه شايستگي هاي منابع انساني نيازسنجي آموزشي طراحي آموزشي رهبري وخط مشي گذاري آموزشي عملکرد منابع انساني برنامه ريزي آموزشي عملكرد سازماني مديريت اجرايي آموزشي Empirical analysis We applied a two stage-approach which combines Decision-Making Trial and Evaluation Laboratory (DEMATEL) and Structural Equation Modeling (SEM). The main idea of this approach is improving the fitness of a SEM model based on results of DEMATEL technique. By applying this approach, the interrelationships considered in the structural equation modeling not only are supported by the literature review, but also are confirmed by experts’ opinions and analyzed by DEMATEL technique to increase the degree of fitness . There are two considerable points in this approach: -Experts not only are appropriately familiar with theoretical arguments, but also are aware of characteristics of the population and therefore can be reliable consultants for the researcher. -Also, combining SEM and DEMATEL techniques may increase the faith that the results are valid when two different methods provide comparable conclusion. - both internal and external validity will be high DEMATEL technique: DEMATEL is able to create a structural model based on the experts’ opinions and knowledge. (1) Creating the direct-relation matrix (Matrix A) (2) Normalizing the Direct-relation Matrix (Matrix X) (3) Attaining the Total-relation Matrix (Matrix T) (4) Producing a Causal Diagram (5) Obtaining the Inner Dependence Matrix SEM analysis: Structural Equation Modeling (SEM) and AMOS software are utilized to test the model in Iranian organizations. Collecting Opinions of the Experts The opinions of the experts were gathered by means of a matrix of the respondents. The experts determined the direct effects of concepts in the rows on concepts in the columns. In addition, the experts also evaluated the influences of the concepts in four levels. As a primary assumption, the causal linkages among the concepts which are not supported by literature review are evaluated as zero. Matrix-based Questionnaire عملكرد عملکرد منابع انساني سازماني توانمندي و شايستگي منابع انساني مديريت اجرايي برنامه ريزي آموزشي آموزشي طراحي آموزشي A7 A6 A5 A4 A3 A2 B7 B6 B5 B4 B3 B2 C7 C6 C5 C4 C3 D7 D6 D5 D4 E7 E6 E5 F7 F6 G7 H7 نيازسنجي آموزشي رهبري وخط مشي گذاري آموزشي رهبري وخط مشي گذاري آموزشي A A1 B1 نيازسنجي آموزشي B C2 C1 طراحي آموزشي C D3 D2 D1 برنامه ريزي آموزشي D E4 E3 E2 E1 مديريت اجرايي آموزشي E F5 F4 F3 F2 F1توانمندي و شايستگي منابع انساني F G6 G5 G4 G3 G2 G1 عملکرد منابع انساني G H6 H5 H4 H3 H2 H1 عملكرد سازماني H